Abstract
Period of active global cybernation and business automation was marked by a problem for Russian employers in the form of a shortage of qualified personnel capable of ensuring the development and competitiveness in world business markets. There was a problem of forming a system for training new human resources that would satisfy the changing economic realities. The Russian Federation had a higher education system as one of the most stable and well-functioning mechanisms for training personnel for all economical sectors until the 90th of the last century, before the country collapse and the beginning of political and economic reforms. An indicator of the system effectiveness was that the graduates of Russian universities were invited to work by well-known corporations from many countries of the world. Over the years of the reforms, Russia has lost its previous model of education, which significantly affects the quality of personnel training today [1]. Many Russian enterprises are forced to follow the path of independent training and specialists retraining. At first, training was organized locally, it was by chance, but Russian entrepreneurs began to adopt foreign experience in forming a knowledge system in a company and even create corporate universities over the time. The study examines preconditions for the system formation and the corporate education market development, provides current models of knowledge accumulation and proposes the author's cognitive model of personnel professional development.
Highlights
Global crisis of 2020-2021, caused by the pandemic of the new coronavirus infection COVID-19, forced employers to drastically reconsider their approach to their own personnel policy
The transition to a remote mode of operation and forced emergency shutdown of a significant part of the business processes in various world economical sectors led to the fact that the personnel dependence of business began to be perceived as an additional risk that must be leveled in the long term
Today we can state with regret that years Russia can not claim to move to the "sixth technological order", in terms of the jobs automation level in the 5–7, the country is not even among the top 20 leaders [2]. This reduces the overall competitiveness of the Russian economy in terms of the production manufacturability and the production cost, on the other hand, it makes it possible to make a softer personnel transition to the business processes automation than in countries, which are at the stage of active transition to a new technological way of life
Summary
Global crisis of 2020-2021, caused by the pandemic of the new coronavirus infection COVID-19, forced employers to drastically reconsider their approach to their own personnel policy. Leading global corporations have been looking for an opportunity to reduce their own business dependence on the quality and fullness of the labor market for a long time. This is superimposed on the global trend of automation and robotization of the business processes. According to Gerry Milton the President of the Robotics World Federation, industrial robots stock is the highest in the history of mankind today On this background, the focus of companies' interests is shifting from the use of cheap labor to the search for highly qualified specialists, who are capable of serving increasingly complex business structures. It should be admitted that today none of the world educational systems is capable of producing largescale training of personnel necessary for the "sixth technological order" economy, according which Japan, the USA, South Korea and Germany have been actively moving since 2010, ahead of the previously given forecast about the transition beginning only by 2035 [4]
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